Advisory - People and change | KPMG | UA

People and change

People and change

We assist our firms' clients with: behavioral change management; talent development; organization design and development & HR function optimization.

People and change

People and Change teams focus on the human capabilities and develop strategies for the attraction, development, motivation, retention and management of the right people with the right skill sets and right experiences to deliver on the goals of the organization. Focusing on the HR function, it develops the corresponding HR strategy, programs and plans that enable the HR function and line management — working together — to be able to deliver the strategy for the human capabilities.

Finally, when organizations need to accomplish major change and make it sustainable, the two are integrated to enable people involved with and affected by the change to become engaged, committed and competent in the new way of doing business.

 

People and Change teams can advise our firms' clients on:

 

 

 

Behavioral change management

Accelerating and making sustainable the successful implementation of change by developing strategies that deal with the impact on people created by changes to strategy, structure, processes and technology

 

Talent Management

Ensuring that strategies can in fact be implemented by identifying and developing the human capital within an organization

 

Organization design & development

Creating effective and efficient organization designs that deliver the capabilities and performance required by the client's strategic intent

 

HR function optimization 

Creating an HR function by developing leading delivery models for the implementation of the broader Human Capital strategy.

 

 

Workforce optimization

Includes the workforce analytics required to achieved optimization of employee cost, capacity, capability, connections and compliance. We deliver further insight by providing strategic and operational workforce planning solutions.

 

Within these broad categories, the People and Change teams advise clients on transforming their organizations by:

  • align their top teams around their strategy and required performance
  • create a vision and case for change
  • engage stakeholders
  • align the various change levers, particularly HR
  • craft communications strategies and plans
  • change project and program management
  • develop talent/human capital strategies, including identifying and retaining top talent
  • improve organizational design and organization capability development
  • encourage cultural change
  • create effective performance management
  • design delivery models (shared services, outsourcing, etc.)
  • establish the organization design of the HR functionredesign HR processes and programs
  • assess HR technology and strategies
  • improve the HR team's effectiveness.

KPMG’s organizational structure optimization team assists companies in solving tactical and strategic issues. This group of services includes:

Organizational structure diagnostics:

  • Use of KPMG internal methodology, “7 tests for organizational structures”
  • Comparative analysis of the organizational structure against Russian and Western companies. This includes comparison of the number of functional blocks, the number of managerial levels, and the classification and accountability of the base units *

Development of a corporate center model:

  • Determination of the corporate center’s role in value creation
  • Classification of the corporate center’s functions (KPMG has developed a methodology classifying corporate center processes into 4 groups: Obligatory, Control and analysis, Appreciation, and Facilitation)
  • Development of corporate center target structure and processes
  • Development of a corporate center performance evaluation technique

Design of the organizational structure

  • Development of the organizational structure, particularly the structure of functional groups (sections, divisions, departments), collective groups (committees, commission, councils) and project groups (working groups, project offices)

Development of a RACI matrix.

* Comparative analysis is carried out using KPMG’s internal database

KPMG’s human resource management team helps companies to master such tactical and strategic issues as:

Development of a compensation system:

  • Determination of the optimum compensation system (fixed, variable and social components)
  • Development of bonus maps taking account of the company’s strategic goals and the powers of division heads
  • Development of long-term incentives (including stock-based incentives)
    identification of the personnel reserve and job ladder modeling
  • Development of a staffing model in a group of companies, allowing the optimum staffing in company divisions to be determined and monitored
    Assessment of planning quality (for incentive systems, based on comparison of target and actual figures)

Development of the administrative capacity model

  • Assessment of top management (in order to place managers in the target structure) and elaboration of individual training and development plans

HR process optimization

KPMG’s change management team helps companies manage change processes as an integral element of multipurpose projects on management system transformation, integration, and the creation of common service centers, plus other projects that entail major changes in company business processes. These services include:

Corporate culture assessment:

  • This aims to determine and avert change risks and barriers arising from employees’ values and beliefs, and their attitude to work and to the company.

Change implementation:

  • Assessment of readiness for changes
  • Development and tracking of change programs
  • KPMG has developed a Change Management Model enabling change management at different project stages. This includes the following tools: (1) Change policy design, (2) Risk analysis and risk minimization planning, (3) Formulation of measures for involving staff in change processes, (4) Planning measures to help retain key employees, (5) Efficient resource planning, (6) Assessment of benefits from change implementation, etc.

Communications management:

  • Communications performance analysis
  • Communications policy design and communications planning

Communications management ensures that staff are informed of intermediate results, and current and planned changes. It also supports the interaction of project participants and efficient information exchange.

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